Internship Posting Policies

All Internship postings follow the Job Posting Policies in addition to the following:

Paid versus Unpaid
Currently the Center for Career Development accepts posts for both paid and unpaid internship opportunities. We highly recommend that employers seeking to post unpaid internships on Handshake reconsider the option of paid internships for the following reasons:

  1. Students will have the right under the law to provide essential services, can work in a position where someone is normally paid wages, or work in a position that has historically been paid (former paid internships), or in positions where other people are currently paid for the same or similar work. 
  2. Employers can offer minimum wage, stipends, tuition reimbursement, mileage, housing or any combination of compensation for internship work. Paid interns are considered employees of the hiring organization according to the Fair Labor Standards Act and the NACE Position Statement on U.S. internships.

If your organization is a for-profit business, we strongly encourage you to offer compensation. Many students work their way through college and often give up a paid part-time position to do an internship, so receiving some form of compensation is appreciated. If your organization (for-profit or non-profit) is unable to offer a regular wage, consider helping the student with a stipend or internship-related expenses such as parking fees, mileage, meals, etc.
Unpaid student employment will not violate the U.S. Department of Labor's Fair Labor Standards Act if it is a training program which meets the following criteria:

  1. The training should be similar to that given in a vocational setting.
  2. The experience is for the benefit of the student.
  3. Students do not displace regular employees.
  4. The site sponsor provides the training and receives no immediate advantage from the activities of students.
  5. Students are not necessarily entitled to a job at the conclusion of the training period.
  6. The site sponsor and student understand that the student is not entitled to wages for the time spent in training.

This policy is subject to change at any time given the legal and ethical implications of this type of opportunity.

Virtual Internships/Remote Workers
The Center for Career Development has very strict guidelines regarding Virtual Internships and opportunities for remote workers, due to the lack of a supervised learning and working environment for our students:
If a virtual internship is proposed by a student, or offered by a prospective internship site, the following components will be considered by the University prior to final approval:

  • The organization must be an established, legitimate business or non-profit, as evidenced by considerations such as a physical location, website, history of offering paid employment, listed telephone number, tax ID number, etc. 
  • The organization must agree to offer an internship that meets the criteria of a legitimate internship as outlined by National Association of Colleges and Employers (NACE).
  • The organization must agree to a site visit from a representative of the University.
  • The organization and internship coordinator need to agree on a clear, detailed position description which covers all expectations and outlines what will constitute a successful internship.
  • The worksite supervisor must provide the student with regular supervision, mentoring, and feedback as outlined in the NACE internship standards. In a virtual internship, this will include:

  1. Use of a company intranet or virtual workspace on a server, or an online project management or document-sharing tool, such as Office 365, Google Docs, or a similar program. This will allow the supervisor to go online and monitor the work which is to be completed. The work is stored in the "cloud," not on a single PC, so it is always available to those who need it.
  2. A regularly-scheduled email report in which the student provides information to the worksite supervisor and faculty sponsor, such as challenges or problems encountered, progress toward learning objectives, and any questions they may have.
  3. A weekly virtual meeting on Skype, Gmail video chat or a similar technology. This meeting will be used to provide more personalized feedback to the student and correct any issues.
  4. If the virtual internship is in the local area (a reasonable drive from campus), the employer needs to meet with the student in a public place (e.g., coffee shop, restaurant) once a week. This face‐to‐face meeting is a time for project planning, review of progress made, feedback, and mentoring.

  • The organization should make the virtual intern a part of regular operations as much as possible; for example, including them in face-to-face opportunities such as company meetings or client visits.
  • The student must provide the faculty sponsor with the outputs of the internship (e.g., written materials produced, analysis completed)
  • Both worksite supervisor and student must complete mid-term and final evaluations as directed in an on-site internship.